BA-MM 201 that's our third handout in Human Behavior in Organization subject (from Sir Joey Espiritu). Just download it. thanks!

2. Individual Differences and Work Behavior 3 Chapter

9. Individual Differences Influencing Work Behavior: Ability and Skills Perception Attitudes Hereditary and Diversity Factors Personality

14. Manager style Technology Noise Peers Reward system Compensation plan Career opportunities Beliefs and values Feelings and emotions Intended behavior Stimuli Work environment factors Cognition Affect Behavior “ My supervisor is unfair.” “ Having a fair supervisor is important to me.” “ I don’t like my supervisor.” “ I’ve submitted a formal request to transfer.” The Three Components of Attitudes: Cognition, Affect, Behavior

18. Changing Attitudes The Communicator The Message The Situation

22. Satisfaction-Performance Relationships: Three Views 2. Job Performance 1. Job Satisfaction 3. Job Performance Job Satisfaction Job Performance Job Satisfaction Causes Causes “ The satisfied worker is more productive.” “ The more productive worker is satisfied.” Rewards Perceived Equity

24. Some Major Forces Influencing Personality Individual Personality Cultural forces Hereditary forces Family relationship forces Social class / group membership forces

25. Personality and Behavior in Organizations The Big Five Personality Dimensions Locus of Control Self-efficacy Creativity

26. The Big Five Personality Dimensions Conscientiousness Extroversion Emotional Stability Agreeableness Openness to Experience

27. Big Five Personality Dimensions 1. Extroversion- refers to the tendency to be sociable, gregarious, assertive, talkative and active. 2. Emotional stability- is the tendency to experience positive emotional states, such as feeling psychologically secure, calm and relaxed. Anxiety, depression, anger and embarrassment are characteristics of low emotional stability. 3. Agreeableness- it is the tendency to be courteous, forgiving, tolerant, trusting and soft-hearted. Someone who gets along with others. Individuals low on agreeableness are often described as rude, cold, uncaring, unsympathetic, and antagonistic.

28. 4. Conscientiousness- it is the tendency to be dependable, organized, thorough and responsible They tend to persevere, work hard and enjoy achieving and accomplishing things. Employees who are low in conscientiousness tend to be sloppy, inefficient, careless and even lazy. 5. Openness to Experience- it reflects the extent to which an individual is broad-minded, creative, curious and intelligent. Individuals low in openness to experience tend to be unimaginative, conventional and habit-bound.